How can organizations best facilitate the transfer of training?

Facilitating the transfer of training involves ensuring that the knowledge and skills learned during training are effectively applied in the workplace. Providing ongoing support and resources after training is crucial because it reinforces what participants have learned, helps them navigate challenges they might face when applying new skills, and encourages continuous practice and improvement.

When organizations offer ongoing support—such as coaching, mentoring, or access to additional materials—they create an environment that fosters learning and application. This support can include follow-up sessions, reminders of critical skills, or even refreshers on the training content. This ongoing interaction helps bridge the gap between theory learned in training and practical application in the job setting, as employees feel more confident knowing they have resources readily available to assist them.

On the other hand, training in isolation can lead to forgotten knowledge. Financial incentives might not be effective in promoting actual skill development or commitment to training, and limiting access to materials undermines the learning process and restricts the ability to revisit and reinforce training content. These options do not create an effective support system that enhances the likelihood of successful transfer of training to real-world applications.